Impact of Workplace Diversity on UK Labour Market: A Study on Tesco

This research aims to evaluate the impact of workplace diversity on the UK labour market, with a focus on Tesco. It will provide a basic understanding of diversity, evaluate its impact on the labour market, and identify ways to improve diversity within Tesco.

Methodologies
Proposal

Table of Contents
1.0 Introduction................................................................................................................................4
1.1 Background...........................................................................................................................4
1.2 Problem Statement................................................................................................................4
1.3 Purpose of the research.........................................................................................................4
1.4 Motivation.............................................................................................................................5
1.5 Research aim.........................................................................................................................5
1.6 Research objectives...............................................................................................................5
1.7 Research questions................................................................................................................5
2.0 Literature review........................................................................................................................6
Introduction.................................................................................................................................6
A basic understanding of diversity..............................................................................................6
Evaluate the impact of workplace diversity on the labour market of UK...................................7
Ways through which diversity can be improved within Tesco...................................................8
Literature gap..............................................................................................................................8
3.0 Research Methodology..............................................................................................................9
3.1 Research philosophy.............................................................................................................9
3.2 Research approach................................................................................................................9
3.3 Research strategy..................................................................................................................9
3.4 Research choices.................................................................................................................10
3.5 Research design...................................................................................................................10
3.6 Population Sampling...........................................................................................................10
3.7 Data collection....................................................................................................................10
3.8 Data analysis.......................................................................................................................11
3.9 Ethical considerations.........................................................................................................11
3.10 Reliability and validity......................................................................................................11
3.11 Time plan (Gantt Chart)....................................................................................................12
4. Conclusion and potential outcomes...........................................................................................13
REFERENCES..............................................................................................................................14
Books and Journals:..................................................................................................................14

Online:.......................................................................................................................................14

1.0 Introduction
Research Topic: "Impact of workplace diversity on the UK labour market".
1.1 Background
Workplace diversity refers to a term which involves employees with different
backgrounds, gender, culture, race, ethnicity, social norms and many more. Diversity in
organisation has become one of the major aspects which can influence the efficiency of
employees working in the business (Sileyew, 2019). The current research will be based on the
understanding of workplace diversity that can impact the labour market of UK. It is also essential
to evaluate strategies to improve workplace diversity within the organisation so that employees
can work better and productive in the organisation.
The present research will be done on Tesco which is a global company in retailing
industry. This organisation carries out their business operations through different formats,
including online and offline stores. It provides a big range of food and non-food products such as
drinks, fresh food, home and entertainment products, grocery, bakery, clothing, baby products,
frozen food and many more. The respective organisation has gained its presence across Europe
and the United Kingdom. The headquarter of Tesco is in Welwyn Garden City, London (Tesco
Plc: Overview, 2022).
1.2 Problem Statement
Workplace diversity plays a very important role in order to attract and retain employees
within the business. If business does not emphasise on diversity then it may negatively influence
on the efficiency of workforce. Being a multinational company, Tesco also employs workforce
who have different backgrounds, race, culture or social beliefs that leads issues in
communication, lack of understanding in employees' requirements, resistance to change,
conflicting issues, dissatisfied employees, increasing turnover of employees, negative impact of
brand reputation, low competitive benefits and many more. Hence, there is a need to understand
these problems that can lower down the efficiency and productivity of the employees.
1.3 Purpose of the research
The purpose of the current research is to comprehend the concept of workplace diversity
that can affect the productivity and efficiency of workforce within the organisation. By
understanding the value of diversity, the organisation can retain and attract employees towards

their business as it is one of the major concern that can make them to leave the organisation if
they feel discriminated on the basis of several characteristics such as race, colour, gender or
norms. Bringing diversity can influence the workplace culture, productivity along with
innovation as people with different backgrounds can provide different ideas to improve the
business efficiency (Singh and Babbar, 2021). In addition, it also helps in increasing employee
engagement that simultaneously helps in boosting revenue of the company. When people see that
the organisation encourages diversity in their business, it builds reputation and trust among
people to associate with the business that gives platform to diverse people and respect their
religion or other characteristics.
1.4 Motivation
The motivation of present research is based on dual perspectives- individual and
professional. From individual perspective, it helps in building skills and knowledge towards
diversity. It also supports in understanding the different viewpoints of diverse people working in
the workplace. On the other hand, professional viewpoints signifies that adopting and planning
diversity within the organisation helps in increasing the employees' trust to be respected and
valued by their co-workers (Caldwell, 2022). It positively impacts on the overall efficiency of the
workplace performance.
1.5 Research aim
“To review the concept of workplace diversity and its impact on the labour market of
UK". A study on Tesco
1.6 Research objectives
 To provide a basic understanding of diversity
 To evaluate the impact of workplace diversity on the labour market of UK
 To identify ways through which diversity can be improved within Tesco in order to
enhance the efficiency of workforce
1.7 Research questions
 Explain basic concept of workplace diversity.
 How workplace diversity can influence the labour market of UK?
 Determine different ways through which diversity can be enhanced within Tesco in order
to support the efficiency of workforce.

2.0 Literature review
Introduction
The literature review surveys scholarly articles, books or any kind of sources suitable to a
specific issue, theory or area of research. The researcher will get a theoretical base, description,
critical evaluation for the investigation on the chosen topic (Dagnino, Picone and Ferrigno,
2021). With the use of relevant sources, the researcher will outline the basic concept of diversity
for the reading purpose. It will also be evaluated the impact of diversity on the labour market of
UK. Furthermore, different ways will be acknowledged to improve the efficiency within the
organisation by using the perspectives of relevant authors or journals.
A basic understanding of diversity
Give a Grad A Go (2020) workplace diversity explains as the term that reflects individual
characteristics of people that makes them differentiated and unique from other individuals
working in the organisation. These characteristics may cover physical abilities, sexual
orientation, age, ethnicity, race, gender, ideologies and so on. It may also involve the experiences
of employees, how they address problems along socioeconomic status. Diverse organisations can
support employees feel more welcome and connected in the organisation, but also it also brings
benefits to organisation as well. When employees feel respected, valued and appreciated,
innovation and productivity tend to enhance. The company may also see their candidate pool
increase and business culture enhance. It is seen that diversity is about appreciating different
characteristics of individuals and in context with the company making sure that each of these
varying features or attributes are valued (Give A Grad A Go, 2020).
On the other hand, BasuMallick (2020) workplace diversity refers to a trait of business
culture wherein the employees arrangement covers employees of various genders, religions,
abilities, languages and many more. It also been said that diversity goes along with two concepts
that is inclusion and equity. Inclusion signifies the business culture in which combination of
human can come to work, feel positive and comfortable to be themselves along with work in
such a manner that fits and indulges business needs. Inclusion helps in giving the same wages,
sharing work pressure equally, giving equal learning opportunities. While, equity signifies that
giving fair opportunities for all the workers and employees based on their single requirements
and needs. For example, all workers are given the same learning opportunities but knowledge

and education is presented for those antecedently lagged. Therefore, it can be said that diversity,
equity and inclusion support to develop an organisation that's welcoming and conducive to every
employee- beginning the business up to the best candidates without any kind of discrimination
(BasuMallick, C., 2020).
Evaluate the impact of workplace diversity on the labour market of UK
Siemiatycki (2019) perceives that a diverse employees is more likely to comprehend the
customers' needs and wants while providing new ideas to satisfy them. Diversity in organisation
will also enhance the employees' morale and introduce a wish to more efficient and effective at
work. Thus, workplace diversity helps in increase the employees' productivity of the
organisation. Planning diversity can also help in reducing the employee turnover in the
organisation. It is seen that organisation that encourages inclusion and diversity will make
workforce feel accepted and valued. It will make sure the happiness among the employees. When
employees are happy, they will likely to stay with the business for a longer time period and
therefore, the company need not to spend extra amount on recruiting process (Siemiatycki,
2019). It will also improve creativity and innovation in the business. It is found that whenever a
group of people who are having similar mindsets, will give similar ideas and perceptions. This is
because their patterns of thinking are very much alike. Whatsoever, if the organisation is having
diverse people, then they will have a workforce that is more prone to innovation or creativity. A
diverse group of people will be able to exchange different viewpoints and spark new ideas.
However, Raimi and Kah (2022) views that diversity brings conflicts within the
organisation as different people views uniquely and differently. Higher differences in opinions
creates more potentiality for conflicts among individuals. Employees that come from diverse
backgrounds have changes in their viewpoints on how to handle things or manages issues that
arise. Such inability to see where the other individual is coming from can disallow efficacious
ending of conflicts. It also has been researched that diversity can develop employees who are
over-qualified for some jobs. Communities decline and grow automatically as the economic
system settles into comfortable pattern. Workplace diversity can build stable environment and
more security to jobs, but it may also create new problems where employees become over
qualified for their jobs. In case, if that employee were to lose their employment for some cause,
then it could become an issue to find new candidate for that job role (Raimi and Kah, 2022).
Furthermore, it poor communication leads to conflicts and can become one of the major issue of

diversity in the workplace. Diverse employees have different native languages due to which
communication becomes difficult. Thus, a series of filters and barriers can prohibit meaningful
and clear communication between workers.
Ways through which diversity can be improved within Tesco
From the perspective of Crawford (2021) conducting diversity training program can help
improving diversity within the organisation. It is likely the executive team or other mentors will
necessitate diversity training, which will promising surprise them when it points out their weak
points. Providing meaningful training to understand different cultures, opinions or religion of
individuals can enhance the workplace diversity. It may also enhance by incorporating diversity
into business procedures and policies. The organisation may need to develop or amend new
workplace policies to be more diversity friendly or inclusive, from recruiting process to
performance reviews, benefits or promotions. If the organisation is giving equal opportunities to
employees then it can enhance diversity into the business (Crawford, 2021).
Sultana (2020) views that developing inclusion into the workplace can support in
enhancing the workplace diversity. It is essential to fuse inclusion and diversity into the
organisation's values, stakeholders, mission statement, public image and marketing plans. This
starters with the commitment to developing a diverse workforce that is inclusive and integrates
different outlooks and perspectives. Also, it has been analysed that investing in diversity
strategies can enhance efficiency of workers as well. It may include talent management,
performance management, ongoing learning and readying workers to become future organisation
leaders. It needs patience and commitment (Sultana, 2020). Leaders may also focus on employee
engagement in order to improve their experience throughout the workplace. Asking individuals
for their input as well as feedback is important to organisation.
Literature gap
It has been critically evaluated that the above information is not completely give the
information on the chosen topic. It could be enhanced if the researcher would identify the
importance of workplace diversity deeply that can increase the working efficiency of labour in
UK market. It is also important to acknowledge challenges that has been faced by the company
while planning diversity so that appropriate solutions could be granted to the company
(Manoharan, Sardeshmukh and Gross, 2019). Also, there could more ways to increase the

diversity such as- provide mentors to individuals as they are directly connected with each other,
increase personal evaluation, acknowledge differences of people and many more.
3.0 Research Methodology
Research methodology deals with the identification of tools and techniques used to
practice research activity. It refers to a blue print of complete research that how the investigation
is going to be conducted (Sileyew, 2019).
3.1 Research philosophy
Research philosophy helps researcher to develop knowledge on the basis of two types of
philosophies that are positivism and interpretivism. It identifies ways through which information
can be collected and analysed. Positivism philosophy is useful for the quantitative investigation
in order to collect information in a numeric way (Davidavičienė, 2018). Interpretivism is
beneficial for the qualitative research in order to collect information through small samples. The
researcher will use positivism philosophy for the current research as it is more practical,
systematic and quantifiable in nature. It makes findings more understandable for the readers.
3.2 Research approach
This section considers the ways through which researcher will draw a general conclusion
from particular observation. It may be deductive or inductive approach. Deductive approach is
mainly useful for quantitative research as it incorporates charts, tables and so on to analyse and
interpret the information. Whereas, inductive approach is beneficial for qualitative research as it
involves general concepts, theoretical data to interpret the information to attain aims and
objectives of research. The present research will be based on deductive approach as the
investigator studies what other have already done in their work while reading conceptions and
theoretical data to analyse the research findings.
3.3 Research strategy
This section demonstrates the direction through which information can be collected. It
may cover case study, surveys, interviews, action oriented research, literature review and many
more. Interview is the strategy in which researcher uses small sample size in order to collect data
through face to face conversations (Kapur, 2018). Survey involves questionnaire method to
collect the data in which number of questions have been asked from the respondents. Case study
covers the case occurred in real world and the research practitioner is needed to gather

information from that happening. The present research will focus on the survey as a strategy to
collect information from the respondents. It will help in gathering primary data about the
understanding of diversity in workplace.
3.4 Research choices
This section helps researcher to decide which type of data would be used in their
research- quantitative or qualitative. There are three choices to conduct research- mono, mixed
and multi-method. For current research, the researcher will use mono method by using
quantitative research to attain research aim and objectives (Nayak and Singh, 2021). It represents
data in numeric form in which less respondents will be required to gain data.
3.5 Research design
Research design involves different tools and techniques used by the investigator to
conduct the research activity. This permits investigators to sharpen the research methods
appropriate for the chosen topic and make research activity more accurate. The researcher may
focus on descriptive, experimental, diagnostic, correlation and explanatory research design.
3.6 Population Sampling
It is used as a method to choose group that the investigator will use to collect the
information. It is consisted of two forms of sampling method that are probability and non-
probability method. For present investigation, probability method will be used for choosing
respondents from the large population. Through random sampling method, 20 respondents will
be chosen to collect the information regarding the research topic (Ngozwana, 2018). This method
is used because it helps research to collect information without any sort of biasses. Also, it gives
equal chance to give opinions on the things that have been asked from the researcher.
3.7 Data collection
It is important for the investigator to assemble data to analyse the key findings of the
investigator. Primary and secondary are two types of data collection method. Primary data is the
data which is gathered for the first time by the researcher. While, secondary data refers to the
data which is already presented by someone else on the government websites, internet and many
more. The present research will use both data collection methods i.e. primary and secondary in
order to get data more reliable and accurate for the study purpose.

3.8 Data analysis
Data analysis explains as the technique used to analyse and interpret the data assembled
for the investigation. For current research, the investigator will use frequency distribution table
as a data analysis tool. It supports in displaying the information in a well structured manner that
can be easy to analyse and interpret (Patel and Patel, 2019). It permits the investigator to use pie
charts or graphs of frequency distribution table in order to make interpretation of the collected
data. Questionnaire will be used by the investigator for the current research.
3.9 Ethical considerations
In present research, the primary data would be collected so the researcher should ensure
that there must be a free consent from the respondents to give answer or opinions to attain the
research aims and objectives. It is also essential to use data protection act to secure the
confidentiality of the personal data of the participants. The research activity should also not harm
mental and physical well-being of the involved members in the investigation. Moreover,
participants should participate voluntarily and not forcefully as it is against ethics. Also, the
research work should be free from any misconduct or plagiarism as well as the researcher should
represent their work with accuracy, validity and reliability.
3.10 Reliability and validity
The current research activity will deliver valid and reliable results for the reader as
questionnaire will be used to collect the information. It involves close ended question type to
gain reliable and valid data from the respondents (Ragab and Arisha, 2018). Also, random
sampling method would be used to select respondents from a massive sample which gives more
reliable information. These respondents will be employees of the company that supports in
giving accurate and reliable information to achieve aims and objectives of research.

3.11 Time plan (Gantt Chart)

4. Conclusion and potential outcomes
It has been concluded that the research is based on the topic of workplace diversity which
gives both positive and negative influence on the efficiency of the employees working in the
organisation. Diversity should be encouraged in the business as it can bring several benefits to
the company along with workforce. Through relevant strategies or ways, the organisation can
enhance the impact of diversity in their business.

REFERENCES
Books and Journals:
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Kapur, R., 2018. Research methodology: methods and strategies. Department of Adult Education
and Continuing Extension, University of Delhi: New Delhi, India.
Nayak, J.K. and Singh, P., 2021. Fundamentals of research methodology problems and
prospects. SSDN Publishers & Distributors.
Ngozwana, N., 2018. Ethical dilemmas in qualitative research methodology: Researcher’s
reflections. International Journal of Educational Methodology, 4(1), pp.19-28.
Patel, M. and Patel, N., 2019. Exploring Research Methodology. International Journal of
Research and Review. 6(3). pp.48-55.
Ragab, M.A. and Arisha, A., 2018. Research methodology in business: A starter’s
guide. Management and organizational studies. 5(1). pp.1-14.
Sileyew, K.J., 2019. Research design and methodology (pp. 1-12). Rijeka: IntechOpen.
Singh, R.K. and Babbar, M., 2021. Religious Diversity at Workplace: a Literature
Review. Humanistic Management Journal, 6(2), pp.229-247.
Caldwell, P.K., 2022. Top-Down Workplace Diversity and Inclusion. In Leading With Diversity,
Equity and Inclusion (pp. 137-147). Springer, Cham.
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Raimi, L. and Kah, J.M. eds., 2022. Mainstreaming Diversity, Equity, and Inclusion as Future
Workplace Ethics. IGI Global.
Sultana, N., 2020. Workplace diversity: It is time for us to move beyond gender
diversity. Equity, 34(9), p.15.
Manoharan, A., Sardeshmukh, S.R. and Gross, M.J., 2019. Informal diversity management
practices and their effectiveness: In the context of ethnically diverse employees in
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Dagnino, G.B., Picone, P.M. and Ferrigno, G., 2021. Temporary competitive advantage: a state‐
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Online:
Tesco Plc: Overview, 2022. [Online] Available through:
<https://www.globaldata.com/company-profile/tesco-plc/>
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BasuMallick, C., 2020. What Is Diversity in the Workplace? Definition, Importance, Benefits,
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%20policies,approved%20by%20the%20Federal%20EEOC.>